BUHRM5912 HRM: Importance of Training and Development

e valued in the organization. If effective training is provided by the organization, then it creates a supportive environment in the workplace. By training the employees they feel confident to conduct the activities or the task of the organization. It is seen that if the organization do not provide effective training to the employees or the fresher’s then it can be very difficult to attain the goals and objectives of the organization. Training is an important aspect that should be taken into consideration for the employees who are working in the organization. Without training the employees will feel a challenge to complete their task or the activities that are assigned to them.

Training helps to enhance the level of satisfaction and morale of the employees who are working in the organization. The employees who create a supportive environment for other employees enhance the success of the organization. It is seen that employees will be supportive when they are satisfied with their job. If the employees are not satisfied with the job then it can create obstacles on the workplace. There are many employees who possess weakness in their workplace skills. Training program helps to strengthen those skills that are necessary for every employee of the organization. The program related with development enhances the level of employees to higher level so that every employee of the organization has same skills and knowledge. This gives main focus on reducing the weak links that are in the organization. Training creates a knowledgeable staff that will help to complete the activities of the organization on time.

Training and development program sees that the employees should have background knowledge and also experience to conduct the activities of the organization. It is the responsibility of the consumer to be aware about the policies and procedures of the organization.  The enhancement in the working pattern of the employees can help to attain the financial gain of the company (Sung & Choi, 2014).  If training is given in proper manner then the productivity level and quality standard of the work is increased. If the working quality of the employees is increased then the organization can attain the success effectively. Productivity is enhanced when a company focuses on implementing proper training courses to the employees of the organization. Enhancement in the efficiency will give positive outcome and also improve the turnover and market share of the company (Wilson, 2014).

Training discloses all the skills of an individual and helps to access the capability of the employees to perform the task. The main role of training and development is to give profitability to the organization and enhance the capability of an individual. The creativity is enhanced if the employees get training to conduct the operations of the organization. From training it is analyzed that new ideas are created by the employees to complete the activities (Storey, 2014). The employee’s turnover is reduced because by training they feel that they are valued in a proper way. Training and development is considered as an additional benefit that is given to the company. Staff retention is also an important aspect that is concerned with training. If proper training is given, then it can be seen that employees work with full dedication towards the work. If the employees work with full dedication then staff retention can be enhanced (Purce, 2014).

Training and development also increases the reputation and profile of the company. If the company has a strong training strategy it assists to create the employer brand and make the organization a prime consideration for the fresher’s. Training also gives direct impact on attracting new potential recruiters who try to enhance their skills and opportunities that are linked with the new skills.  There are various types of training related with the work. Training is decided according to working style of the employees. Examples of some training are on the job training, in-house training and also the individual study (Phillips & Phillips, 2016). 

There are various approaches concerned with training and it is the responsibility of the organization to implement the training approaches in a proper way. The first approach is reactive approach, in which it is related with the reactions and also to handle the technical skills concerned with the employees. The next is proactive approach which is considered to develop the competencies of the employees (Beardwell & Thompson, 2014). These approaches help the employees to do the work in a corrective direction.

Training and development is an essential element of every business so that the potential capability of the employees can be harnessed in a viable manner. Training and development assist to enhance the corporate image and also create a team spirit within the organization. Training and development assist to improve the health and safety of the organization and also it prevents obsolescence. Training and development is considered as a vital part for an organization that gives focus on progressing (Ford, 2014).  It helps in decision making and also to manage the people of the organization. It is an essential part because it assists in disclosing the employee weaknesses and also by this the direct impact is given on the workers performance. If proper training is implemented in the organization then it is seen that there is less requirement of supervision and the satisfaction level of the workers is enhanced (Armstrong & Taylor, 2014).

Employees training and development program are very useful to enhance the self-efficiency of an individual. Training is a common part that is taken into consideration by every organization. By providing training the employee capability is analyzed by the trainer. The training manager has the information that is needed to achieve the goals of the organization. Training is given by seminars, workshops or by meetings. Training is only the method that helps to improve the knowledge and skills of the employees that are necessary to conduct the day to day operations of the business. It is a strategy that is taken into consideration by the organization for growth and expansion. It is adopted by the organization so that the gap can be filled between the skills and the future opportunities (Marchington, Wilkinson, Donnelly & Kynighou, 2016).  The training programs helps to enhance the skill, improve efficiency and helps to attain the productivity of the organization. To improve the capability of the employees who are working in the organization the organizational structure should also be improved. There are various organizations that give coaching to their employees so that the creativity, thinking, innovation and vision can be developed. The organization should not appoint the employees without giving training. To develop the skills of the employees the organization should systematically focus on the skills by providing training and development programs (Greco, Charlier, Christopher & Brown, 2014).

Training should be evaluated by taking into consideration corrective measures. Motivation also plays a great role as it is seen that the motivation level can be enhanced if proper training is given to the employees who are working in the organization. The organization invests in training with the expectation that the outcome will be in a positive way. It is very important for a training manager to keep the issues in the mind at the time of making successful training programs. Employee motivation of training should be considered at the time of making need analysis (Sparrow, Brewster & Chung, 2016).The training program helps to meet the need of the employees so that the motivation level can be induced in a proper way. Training and development is very essential to be taken into consideration by the organization, as the success depends on the training programs offered by the company to its employees. Training is very necessary for enhancing the profitability and productivity of the organization. To attain the better results the executives should focus on the activities that are conducted by the organization (Haff & Triplett, 2015). 

References

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Beardwell, J., & Thompson, A. (2014). Human resource management: a contemporary approach. Pearson Education.

Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press.

Greco, L. M., Charlier, S. D., Christopher, J., & Brown, K. G. (2014). Technological Advances in Employee Training and Development.

Haff, G. G., & Triplett, N. T. (Eds.). (2015). Essentials of Strength Training and Conditioning 4th Edition. Human kinetics.

Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.

Phillips, J. J., & Phillips, P. P. (2016). Handbook of training evaluation and measurement methods. Routledge.

Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.

Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.

Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), 393-412.

Wilson, J. P. (2014). International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations, 28(2).